Policy
on Equal Opportunities
General
Statement
The Firm is committed
to provide equal opportunities in employment. This means
that all job applicants and employees will receive equal
treatment regardless of sex, sexual orientation, age, marital
status, race, colour, nationality, religion, belief, ethnic
or national origins, or disability.
Legislation
It is unlawful to discriminate
against individuals, either directly or indirectly, in respect
of their race or sex. The Race Relations Act 1976 and the
Sex Discrimination Act 1975 are the relevant Acts.
Forms
of Discrimination
The following are the
kinds of discrimination which are against the Firm’s
policy:-
Direct discrimination,
where a person is less favourably treated because of sex,
race, religion or disability. An example is if someone is
refused promotion on the grounds that he or she is black,
disabled, or she is a woman.
Indirect discrimination,
where a requirement or condition which cannot be justified,
is applied equally to all groups but has a disproportionately
adverse effect on one particular group.
Victimisation,
where someone is treated less favourably than others because
he or she has taken action against the Firm under one of
the relevant Acts (Sex Discrimination Act 1975, Race Relations
Act 1976, Equal Pay Act 1970 or the Disabled Persons (Employment)
Acts 1944 and 1958) or any other relevant legislation as
may from time to time be passed.
Discrimination
against clients and sub contractors, The equal opportunity
and non discrimination policy set out above applies equally
to our clients and to all third parties with whom we have
dealings. In particular no member of the firm should discriminate
against a client or subcontractor on the grounds of sex,
sexual orientation, marital status, race, colour, nationality,
belief, ethnic or national origins or disability, in :-
Accepting instructions
from a client or
The provision of our
services
Any form of discrimination
will be treated as a matter of the utmost seriousness and
may lead to dismissal.
Recruitment
The Firm will take steps
to ensure that applications are attracted from both sexes
and all races and from disabled people, and will ensure
that there are equal opportunities in all stages of the
recruitment process.
Promotion within the Firm
is based solely on merit and without regard to sex, sexual
orientation, age, marital status, race, colour, nationality,
religion, ethnic or national origin or disability.
Disciplinary
and Grievance Procedure
The Firm will treat seriously
and take action when any employee has a grievance as a result
of discrimination or harassment on sexual or racial grounds
or on grounds of disability.
Personal
Records and Data Protection Act
The following information
is kept on computer:-
Payroll number
Surname
Forenames
Address
Postcode
Telephone number
Date of birth
NI number
Position held
Date of start of employment
Date of contract
Current salary
Keys held
If you wish to see either
a copy of any information held on the computer or the contents
of your staff file, you should apply to the Practice Manager.
Sexual
Harassment
Sexual Harassment will not
be allowed or condoned.
Definition – sexual
harassment means unwanted conduct of a sexual nature, or other
conduct based on sex, affecting the dignity of women and men
at work. Sexual harassment can include:-
Unwelcome sexual attention;
Subjecting someone to
insults or ridicule because of their sex;
Suggesting that sexual
favours may, in some way, further someone’s career
or refusing sexual favours may damage it;
Lewd, suggestive or over
familiar behaviour;
Display of pornographic
or sexually suggestive pictures or written material;
The firm will take action
when a partner, employee or client complains that he or
she has been the victim of sexual harassment. Those complaining
will be protected against victimisation or retaliation for
bringing the complaint. Disciplinary measures will be taken
against employees found guilty of sexual harassment. If
the level of sexual harassment is sufficiently serious,
it will amount to gross misconduct and dismissal will follow.
A formal complaint about
sexual harassment should be made to the Practice Manager.
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